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AI isn’t simply automating tasks—it’s fundamentally reshaping the labor market into a skills-based, … More human-centered ecosystem where our ability to innovate will determine success in what LinkedIn’s Chief Economic Officer calls “the innovation economy.

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In my recent conversation with Aneesh Raman, LinkedIn’s Chief Economic Opportunity Officer, he shared a statistic that should grab everyone’s attention: by 2030, 70% of the skills required for the average job will have changed. Let that sink in. Seven-zero percent. As Raman puts it, “Everyone in every job is gonna generally be in a new job by 2030 ’cause the skills required for your job are gonna change at a fundamental level.”

This isn’t just another incremental shift in how we work. We’re witnessing nothing less than the complete reinvention of the labor market—one that might finally fix what has been broken all along.

Why The Labor Market Was Always Broken

The traditional labor market has been fundamentally flawed from its inception. “The labor market is one of the least transparent, least dynamic, least equitable markets that humans have ever created,” Raman told me. During our goods economy phase, it was “explicitly exploitative,” requiring laws to prevent child labor and dangerous working conditions.

Even in our current knowledge economy, the labor market has been “implicitly biased around pedigree signals. Do you have the right degree from the right school? Do you have the right connections to people I know? Do you have the right job title from the right, big-name employer?” These signals amount to guesswork about who might be right for a role rather than a direct assessment of capabilities.

AI is about to make this broken system unsustainable. Why? Because AI forces us to think about jobs not as titles but as collections of tasks requiring specific skills. And as tasks change, we need a clearer understanding of the skills people have and the skills jobs require.

The Four Phases Of Economic Transformation

According to Raman, we’re moving through four distinct phases as AI transforms work:

“The first phase is disruption comes first, and we’re seeing that in terms of AI adoption, people using AI tools at work,” he explained.

Next comes job transformation—that 70% skill shift mentioned earlier.

The third phase involves the creation of entirely new roles. Raman reminded me that “10% of all jobs in the world today did not exist at the start of the century.” Data scientists and social media managers simply weren’t job titles as the knowledge economy was taking shape.

Finally, we arrive at a new economic paradigm. Raman calls this “the innovation economy”—where human creativity, imagination, and innovation capabilities become central to value creation.

The Three-Bucket Analysis For Your Job

While this transformation sounds overwhelming, there’s a practical framework anyone can use to navigate it. Raman suggests taking the top dozen tasks in your current role and sorting them into three buckets:

The first bucket contains tasks that AI tools, and agents will increasingly perform if not fully automate—things like summarizing notes or generating content templates.

The second bucket includes tasks you’ll do collaboratively with AI. This involves what Raman calls “AI literacy”—your ability to use AI tools effectively in your daily work.

The third bucket holds tasks that remain uniquely human. This is where our work will increasingly focus in the innovation economy.

“If you’re heavy on that first bucket,” Raman warns, “that means you’ve gotta upskill and transition. You’re not gonna be safe just staying with a job that is highly vulnerable to AI disruption.”

Soft Skills Are The New Hard Skills

As AI takes over more analytical and computational tasks, which skills will humans need to cultivate? Raman identifies five critical capabilities—what he calls “the five Cs”:

“Curiosity, compassion, creativity, courage, and communication,” he enumerated. “Get better at those every day.”

These aren’t just nice-to-have qualities anymore. They’re becoming the most in-demand skills in the labor market. Looking at LinkedIn’s data on skills currently rising in the UK, Raman notes that relationship building, strategic thinking, and communication rank higher than AI literacy or large language model utilization.

“Soft skills are the new hard skills,” he asserts. “The technical skills are giving way to the soft skills, becoming the it skills, the in-demand skills, the durable skills.”

What makes these skills particularly valuable is that they represent distinctly human capabilities that even advanced AI can’t truly replicate. AI can mimic these qualities in output, but can’t develop them independently. As Raman puts it, “We cannot give AI a data set on how humans develop courage for it to mimic or get better than us at.”

The Death Of Linear Career Paths

Another casualty of AI’s impact on work is the traditional career ladder. Raman predicts the end of “straight line” career progression where you enter a function, gradually rise through the ranks and simply manage more people and tasks.

Instead, he advocates for embracing what he calls “squiggly line” careers—diverse experiences that might not make immediate sense by job title alone but build a unique portfolio of skills and perspectives.

“My career makes no sense by job title,” Raman admits. “War correspondent to Obama’s speech writer to growth guy to economic impact guy to this job that we just made up.”

Yet this apparent chaos actually empowers individuals. “The minute you tell a story of yourself that’s about the skills you have, not the job titles you got or didn’t get, not the degrees you got or didn’t get, not the things other people gave you or didn’t, you immediately have more agency.”

Your AI Future Starts Now

Perhaps most importantly, this isn’t some distant future scenario. “This isn’t an economy that’s coming. It’s already arrived,” Raman emphasizes.

What does this mean for you today? First, develop AI literacy. “Get some AI tools, Copilot, GitHub, Gemini, GPT, start using them,” Raman advises. “You don’t need a certificate to know how to use Chat GPT or Copilot. You just use it and talk to it like you would another person.”

Second, recognize that your future success depends less on titles or degrees and more on the skills you develop and how you apply them. Ask yourself what skills you’re passionate about, what expertise you want to develop, and what impact you hope to have.

Rather than seeing AI as a threat, Raman encourages a mindset shift: “What I tried to do last year was get us all to say not what’s left for humans… but what’s possible with AI for humans at work?” This one-word change—from “left” to “possible”—can transform how we perceive and prepare for the innovation economy.

HR’s Transformation: From Back Office To Strategic Center

As work shifts from technology-centered to human-centered, HR departments are poised to move from supporting players to strategic leaders.

“I think CHROs are the new CTOs, the next CEOs,” Raman told me, drawing a parallel to how technology leaders rose from back-office roles to driving business strategy during the knowledge economy’s emergence.

This transformation requires key changes. The future involves enhanced people analytics, merging compensation data with skills mapping, and the emergence of new talent-focused roles. “I think you’re quickly coming to where HR, LND [Learning and Development] and TA [Talent Acquisition] are gonna merge into a new role,” Raman predicted. These professionals will be attached to project-based teams, helping to “hire the right people, grow the right people, and coaching the managers of that team to not just manage the tasks of people… but coach the energy of people.”

IBM exemplifies this approach with an HR AI bot handling routine tasks while tying compensation directly to skills development. This isn’t theoretical—it’s happening now.

The Human-Centered Future Of Work

The story of work has traditionally been the story of technology, with humans as mere inputs in the productivity equation. AI disruption offers the opportunity to flip this narrative—to make work truly human-centered for the first time.

“There’s unbounded opportunity for humans if we can organize in a pro-human view around where work is going next,” Raman concludes.

The 70% skill shift coming by 2030 isn’t a threat—it’s our invitation to finally build a labor market that values human capabilities, elevates innovation, and creates opportunities for everyone willing to adapt. The broken labor market is being rebuilt, and we all have the chance to help shape it.

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